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Board approves $1,000 across-the-board salary increase after lengthy debate and failed motion to table
Summary
After extended discussion about sustainability and timing, the Madison County Board of Education approved the 2025–26 salary schedule that includes a $1,000 raise for employees; one board member moved to table the raise pending review by the incoming CSFO but the motion lacked a second and the superintendent's recommendation passed.
The Madison County Board of Education approved the 2025–26 salary schedule at its May 15 meeting, a package that the superintendent presented to provide a $1,000 increase to employees listed on the schedule.
Board members debated sustainability, timing and alternatives for delivering the increase. Board member Mr. Jones moved to table the salary schedule so the incoming chief school financial officer (CSFO) could review it and the board could explore alternatives such as a one-time incentive or a thirteenth paycheck. Jones said he supported raises but wanted assurance the district could sustain the change long term and avoid retracting pay increases later.
Miss O'Bannon, the district finance representative, said the district expects to cover the roughly $2,500,000 annual cost through projected growth in property tax revenue and said the district has a mechanism to limit proration under recent state actions. “In talking with Mr. Smith and the growth that we're experiencing, we'll be able to cover the 2,500,000.0 moving forward,” she said. The board also discussed a statutory cap on assessment growth noted during the meeting; a board member said recent legislation caps growth at 7%.
The motion to table required a second; when none was provided the president called for a vote on the superintendent’s recommendation and announced approval (“All those in favor? Aye.”). Board discussion recorded that supplements listed in the agenda would move forward even as some members sought more analysis of the salary schedule’s long-term sustainability.
Board members also raised alternatives including timing the payment as a lump-sum in December, creating incentive-based pay tied to duties, or adjusting pay disbursement (13 checks) but were told by payroll/finance staff that the salary schedule establishes annual pay and that bonuses or incentives are subject to legal and payroll constraints. The payroll manager and finance staff advised that without an approved salary schedule the department cannot roll contracts for July 1 payroll processing.
The board approved related personnel items and supplements later in the meeting.
